Policy & Procedure for the Appointment of Heads of School and Directors of Research Institutes

Policy & Procedure for the Appointment of Heads of School and Directors of Research Institutes

 

The Head of School/Director of Research Institute occupies an instrumental role in the leadership structure of the University.  It carries with it a significant set of accountabilities for which each is responsible, through the Vice Principal/Head of College, to the Principal and, ultimately the University Court.  These include a shared responsibility for College and University interests as well as statutory and legal responsibilities.  Equally importantly, the role embodies a set of responsibilities for academic staff and students in the School.

 

1. Tenure

 Head of School appointments will be for 4 years, subject to satisfactory performance, and may be renewed on a mutually agreeable basis, normally for a further 2 years. 

 Director of Research Institute appointments will be for 5 years, subject to satisfactory performance, and may be renewed on a mutually agreeable basis, normally for a further 5 years. 

 

2. Recruitment & Selection

These will be Court appointments recommended for approval to the University Court by the Vice Principal and Head of College.

The position should be raised and authorised as per the standard vacancy process

The recommended generic job description for Head of School/Director of Research Institute can be accessed here (see also Appendices 1 & 2)

Posts will normally be advertised internally, and where relevant, given the strategic significance of these leadership positions, the University reserves the right to advertise any such post through relevant external media sources.  Application will be via the standard academic application process.  References will be sought as part of the process.

The University's Recruitment Section will be fully responsible for conducting the recruitment, selection and appointment process in conjunction with the Vice Principal/Head of College with the support of the College Head of HR.  Prior to advertisement the Recruitment Manager will agree and execute a communication plan with the Vice Principal/Head of College.  Following advertisement the Recruitment Section will follow the normal recruitment process through to interview, (Appointing Committee Membership can be found at Appendix 3), including selection testing. 

 

3. Interview & Assessment

 A wider range of selection testing tools will be utilised in appointing to posts of Head of School and Director of Research Institute to inform the decision making process in accordance with the University's Recruitment & Selection Policy.  These will include but may not be limited to:

  •  Presentation
  • Formal Interview
  • Psychometric profiling 
  • Verbal & Numerical Reasoning
  • Emotional Intelligence & Leadership

Relevant assessment tools will be applied in order to effectively test ability and related personality factors directly linked to the requirements of the role.

 

4. Leadership Development

The University has developed an Academic Leadership Programme (ALP) for soon to be appointed Heads of School, Directors of Institute and other prospective academic leaders.

 The ALP embraces the distinctive nature of academic leadership, providing support and development to enable academic staff to become Heads of School and Directors of Research Institutes, in the context of a world class institution competing for the best students and staff. Further, it provides the opportunity for budding academic leaders to further develop their careers and assists the University in succession planning for the multitude of academic leadership roles that participants may elect to pursue in their future career.

Programme delivery involves a series of learning modules, 1:1 coaching and a 360 diagnostic, facilitated through a partnership between members of Senior Management Group, the OD service and an external facilitator, permitting content to be tailored to fit individual needs. 

 

5. Performance & Reward

 Performance is reviewed annually through the P&DR process.  Salary increases will be determined by grade. 

  • Up to and including Grade 9:
    • Subject to satisfactory performance, staff will receive an annual increment until they reach the top of the incremental salary scale for their grade (outwith the contribution zone). Increments will be awarded on the anniversary of the appointment to the position that is currently held. In addition, annually, the University and recognised trade unions agree salary levels applicable to all grades up to and including Grade 9.
  • Professorial:

In the event of poor performance evidenced inter alia through P&DR the appointment may be terminated.  Such a recommendation to Court will normally be made by the Head of College with support from the Principal and the Director of Human Resources.  

6. Remuneration

 Heads of School and Directors of Research Institutes receive a pensionable salary enhancement in one of 3 bands, reflecting the scale of the leadership role.  Amounts paid annually are: Band A £6,250; Band B £8,750; Band C £12,500. 

 Heads/Directors participate in the annual performance & development review exercise. A successful period of office of 3 years or more constitutes prima facie evidence of achievement with regards to Leadership & Management at zone 3 level, on submission of an application for zone movement.  Postholders receive any nationally agreed pay award, and are considered for any annual performance related award, in respect of their performance as Head of School/Director of Research Institute as outlined above.

 Subject to the agreement of the Vice Principal/Head of College and where research budgets do not already provide for such; an academic support package of £10,000 per year is made available to employ relevant support to Heads/Directors in the interests of maintaining a level of "normal" academic activities during a period of office (i.e. teaching assistants, research support staff).

 Subject to the agreement of the Vice Principal/Head of College, Heads of School/Directors of Research Institutes are entitled to a year's sabbatical in the year following the period of office.  Objectives to be achieved during sabbatical will be agreed, prior to demitting office, with the Vice Principal/Head of College.  In the year following the period of office, and subject to the Head of College receiving a satisfactory report on sabbatical activity, the former Head/Director will receive a transitional payment equivalent to 50% of the responsibility allowance (i.e. £2,625; £4,375; £6,250).

Following a successful period* of office (as Head of School/Director of Research Institute) of three years or more, 50% of the responsibility allowance will continue whilst the individual remains employed at the University.  This allowance will continue to be paid on top of future changes in salary due to rezoning. Where an individual undertakes another promoted post in the future that attracts a salary increase or responsibility allowance, the allowance will be offset against this amount.

 

*A successful period of office would be determined by the Principal and Vice Principal/Head of College but would normally be considered to be achieved where P&DR evaluations during the period of office are rated as High-Quality or better.

 

 Appendices

Appendix 1- Head of School Job Description

Appendix 2- Director of Research Institute Job Description

Appendix 3- Appointing Committee Membership - old